global hr digital associate director - Levallois-Perret - Plastic Omnium

Description

Hungry for challenges? Join a group with innovation at its heart and contribute to the automotive revolution

OPmobility is a world‑leading provider of innovative solutions for a unique, safer and more sustainable mobility experience. Innovation‑driven since its creation, the Group develops and produces intelligent exterior systems, customized complex modules, lighting systems, clean energy systems and electrification solutions for all mobility companies. With a €11.4 billion economic revenue in 2023, a global network of 152 plants and 40 R&D centers, OPmobility relies on its 40,300 employees to meet the challenges of transforming mobility.

Our ambition? Provide automakers with cutting‑edge equipment and solutions to develop tomorrow's clean and connected car.

MISSION

• Ensure global consistency while respecting local flexibility (regulatory or BG specificities).
• Strengthen the HR data culture throughout the organization.
• Accelerate the global HR digital & Analytics transformation.

Mission

Deploy, in close partnership with the Global HR Digital & Analytics Director, the global HR data strategy and provide regional operational support for digital HR solutions & Analytics.

This key role aims to ensure consistency, quality, and increase the value of HR data on a global scale, while supporting regional digital and analytics teams in optimizing the digital HR tools and processes deployed.

This leader will play a critical role in shaping how data is used to inform strategic decisions, drive HR operational excellence, and strengthen business outcomes.

In the context of cross‑functional strategic projects that involve several departments (such as finance, business controlling, or operations), the role of the Employee Data & Regional HR Digital and Analytics Support Associate Director will be central to:

• Translate strategic project requirements in terms of HR data (workforce, movements, skills, costs, forecasts, etc.) into HR functional project specifications (in relation with the global Data BPO).
• Ensure that HR data is reliable, accessible, well governed, and leveraged, i.e., properly integrated, interpreted, and used in an extended enterprise context on a global scale.
• Implement governance rules with your team to control the use of HR data in cross‑functional tools and ensure the success of these strategic projects for the company.
• Work with corporate, regional, and local HR teams.
• Contribute to the feasibility study, design, modeling, and analysis of the different strategic data projects.
• Identify barriers and drivers of adoption to maximize the project's impact.

This position will combine:

On the digital side, direct managerial responsibility for regional roles, as well as strategic coordination and glocal (global/local) alignment in collaboration with the Global HR Digital team.

He will lead a high‑impact team supporting people insights and reporting across the company.

TASKS & RESPONSIBILITIES

HR data governance and shared reporting

• Implement the overall HR data governance strategy.
• Develop and implement a reporting/Dashboards maturity model, with service levels (standard, advanced, predictive). The goal is to improve the company's reporting capabilities at all levels and align the team's efforts with the ever‑evolving needs of stakeholders.
• Structure methods and standards (reporting models, KPIs, BI tools, data governance).
• Co‑define governance rules and standards for integrating HR data into shared analytical environments.
• Ensure the quality, security, and compliance of HR data (GDPR, internal audits, etc.).
• Collaborate with the Data Office, IT, Legal, and HR teams to guarantee data integrity.
• Define and advance the use of predictive and advanced analytics to improve people insights and support business planning.
• Oversee the development and maintenance of common (global) dashboards (+regional for Data Quality), reports, metrics to support HR and business decision‑making.
• Ensure standardization and quality of recurring reports across key areas such as headcount, hiring, compensation, span of control, learning, Talent, DEI etc.

Regional support management for digital solutions and HR analytics

• Support regions in the deployment, training, and support of HR tools.
• Monitor regional performance indicators (SLAs) and ensure their consolidation at the global level.
• Monitor the regional management of digital HR projects in line with global priorities.
• Identify opportunities to increase efficiency through process optimization, automation, and system enhancements.

Contribution to cross‑functional strategic projects related to HR data

• Lead and represent the HR function in cross‑functional strategic transformation projects related to HR data/Analytics, including workforce planning, predictive modeling, and scenario analysis.
• Lead HR's contribution to strategic data projects (e.g., data lake, data mesh, BI analytics platform), ensuring the quality, security, and contextualization of HR data.
• Work closely with data teams from other functions to build cross‑functional analytical models (e.g., labor costs, productivity, workforce planning, etc.).
• Identify high‑value use cases where HR data can enrich financial, operational, or strategic analyses.
• Ensure the traceability and compliance of HR data used in cross‑functional projects, particularly about personal data regulations.

4. Leadership & animation transverse

• Implement common methodological frameworks (data governance, reporting models, visualization standards).
• Build a community of HR Data & Digital professionals around standards, best practices, and innovations.
• Partner closely with global HR domain leaders, HRBPs, CoEs, and Finance to understand evolving business needs and proactively identify HR data‑driven solutions.
• Implementation, with the team and in collaboration with the global Digital team, of internal training courses on tools, data literacy, and analytical methodologies.
• Lead initiatives to increase HR data self‑service, improve data literacy, and expand the use of dashboards and visualization tools across the HR function.

Management

• Manage the Employee Data Domain Manager and Employee Data Project Manager.
• Operational manager of the 3 regional roles, ensuring consistency, support, and alignment with the overall priorities.

Development of regional roles

Guide & Support regional teams in their digital & Analytics maturity journey (tools, data literacy, automation) to build capability, foster growth, and embed a culture of data accountability and continuous learning & to help them evolve into data‑driven business partner roles.

PROFILE REQUIRED

Personal Background

• 10+ years of experience with regular data facing experiences (ex: migration project, data modeling, KPI definition, Power BI…) and/or digital projects, including 3+ years in people management or team leadership.
• Excellent level French and English.
• Strong business acumen and a service mindset; able to anticipate needs and deliver impactful solutions.
• Demonstrated ability to communicate clearly and effectively with senior stakeholders, both verbally and in writing.
• Adept at balancing short‑term deliverables with long‑term planning and capability building.
• Process improvement mindset and experience leading or supporting operational transformation projects.
• Proven ability to work in fast‑paced, matrixed environments with changing priorities.
• Excellent judgment and discretion when handling confidential or sensitive data.
• Track record of introducing process discipline, service standards, or reporting governance practices.

Hard skills

• Expertise in data governance, HRIS, and HR analytics.
• Proficient in BI tools (Power BI), advanced Excel & HRIS (SuccessFactors, etc.).
• Knowledge of regulations related to personal data.

Skills & Abilities

• Collaborative and cross‑functional leadership.
• Ability to manage complex projects in a global environment.
• Business and data acumen.
• Communication and interpersonal skills with the ability to engage resources outside of direct control to achieve objectives.
• Rigorous and ability to prioritize.
• Curiosity.
• Process oriented.
• Analytical skills.

As a responsible company, OPmobility pays particular attention to diversity and equality within its teams and the Group commits to treat all job applications equally.